As AI continues to generate buzz in everyone’s professional and personal lives, one big question mark is where artificial intelligence belongs in hiring and talent acquisition.

You may have already noticed while applying to jobs, that many platforms like Indeed will ask the question, “Check this box if you are okay with AI screening”. Companies, recruiters, and job seekers are using AI when it comes to hiring and finding the next right opportunity. But the big question is, is AI biased?

As a job seeker, AI can be a great tool to find a career that fits your skill sets and qualifications. A research tool, if you will. Get personalized recommendations, research industries to plan for the future, even tailor your content to specific opportunities. What not to do as a job seeker with AI? Allowing AI to write your resume for you. If an employer notices your resume is completely AI written, your credibility and experience may be questioned. Another no-no in using AI during job searching processes is using AI generated answers to interview questions. Interview questions are meant for the employer to get a feel for what YOU personally and professionally bring to the table. Let go of using the popular buzz words that AI recommends and bring a sense of authenticity.

When it comes to the hiring side of the use of AI, things can get tricky. As a recruiter, it’s known that the same skills sets and qualifications for one position, can have different titles. This way, if you are using AI to vet candidates, and you insert the parameter of “reject candidates that don’t have ______ title”, you may lose qualified candidates.

As mentioned in a previous Campbell HR article, hiring for skill sets and teachability is on the rise. This would require the hiring manager to personally take a look at applications to see what quantitative and qualitative assets the candidate brings, and to compare how they would contribute to your team. Similar to the above sentiments for job seekers, YOU as the hiring manager know your company and the position the best, not AI.

While the use of AI in vetting candidates may lead to bias, there are positive and useful ways to use AI in the hiring process. For example, for many companies that have limited people and resources in HR, using AI for scheduling interviews, and even identifying what job boards would bring in the highest volume of candidates for your industry.

It’s key to evolve and change with the times and technology. But it’s even more important not to lose the human in human resources.